Services
What we offer
Talent Recruitment - AI Assisted
We have identified a need for Talent Acquisition professionals to harness the power of AI assistance in recruitment in sourcing, screening, engaging, scheduling and market intelligence. These AI assisted solutions revolutionize the Talent Acquisition (TA) process in four primary ways: 1. Democratic sourcing – all major sourcing channels combined into one platform for ease of use, increased access to candidates, and less reliance on multiple external vendors. 2. Working upstream – rather than wasting a recruiter’s time with cold candidates, they are now speaking to qualified, interested and available candidates. 3. Intuitive – the experience is very easy for the recruiter and candidate. 4. Recruiter and Candidate experience – seamlessly delivering quality and speed.
Talent Assessment and Screening
If you already have a pool of candidates for your job opening you’re ready for the next step – talent assessment and screening. Pre-employment screening will help you reduce turnover, decrease hiring costs and interviewing time, and it will increase your quality of hire. Did you know? Research shows that interviews and reference checks alone only provide about 26% accuracy when it comes to making the right hire. Integrating pre-employment assessments into your hiring process can raise your hiring accuracy to as high as 75%!
Talent High Performer Models
Wouldn’t it be great to understand what drives your top performers so that you can hire people with the same talents, motivations and competencies? By developing High Performer Models you can! You can compare your candidates to the ideal candidate to reduce hiring mistakes. Building a High Performer Model begins with a review of the personal qualities, motivations, competencies, and values of your high performing employees. Through a brief study of the current high performers, you can identify the key characteristics driving their performance, whether it be personality traits such as assertiveness or extroversion, aptitudes in areas such as critical-thinking or creative problem solving, or combinations of personality traits and cognitive abilities. High Performer Modeling is a strategy for establishing a ‘blueprint’ of the ideal candidate. The benefits of developing and applying a High Performer Model are: -Selecting more top performers -Using the model for strategic coaching -Better team fit -Better manager fit -Lower turnover -Higher productivity -Longer tenure
Manager Team Development
A high performance team is defined by collaboration, synergy and accountability. Team members have specific roles, talents and skills, and they are committed to a common purpose. High performance teams consistently show high levels of innovation that produce superior results. The high performance team is tight-knit and focused on their goals. Team members will support each other to overcome barriers. High performance teams resolve conflict efficiently. Team members display high levels of mutual trust and they clearly understand each other’s working styles. There is a strong sense of accountability for achieving their goals.
Manager Performance Reviews
Your organization depends on its managers to grow and increase profits. Whether you’re looking to promote an internal candidate to the managerial level or you’re looking to evaluate a current manager, performance reviews will help you identify who has the essential competencies, skills, values, and communications that are vital to successful leadership. While manager performance reviews are very useful for holding your managers accountable, they are also valuable for creating a roadmap to a more profitable business because they will identify opportunities to coach and develop your managers. People Leave Managers, not Companies Research by Hogan Assessments showed that 75% of employees considered their direct boss to be “the worst part of their job.” The sample size was over 320 American and European managers, rated by 4,906 direct reports. In a survey of 1,000 American employees conducted by Michelle McQuaid, 65% of respondents indicated they’d take a new boss over a pay raise. Dale Carnegie’s 2016 Leadership Study indicated 41% of the global workforce will likely change jobs this year. Again, “bad management” was the #1 reason for switching jobs.
Manager Leadership Development
HireSmart Partners with CrossKnowledge for eLearning Solutions. In a rapidly changing business world, leaders are no longer the de facto ruling party in an organization. Leadership skills — from front-line employees to managers to senior leaders — are required to manage change and transform challenges into opportunities. Leadership development is critical. Organizations need customized and comprehensive leadership programs based on their specific culture and strategy and with measurable results. CrossKnowledge ensures that you will deliver leadership skills training that is customized to your company’s culture. Developing leadership excellence for global companies includes: • Extending the learning experience across all departments • Leveraging different learning formats to create greater engagement • Making communications and initiatives more effective through strategies & content available in online, print & video formats. Path to Performance™ Delivers the Business Outcomes that 350+ Blue Chip Customers Require • Walmart • Henkel • Siemens • Land Rover • Jaguar • Schneider Electric • Air France • Ricoh • Worldsteel • Orange • Arcelor • Mittal • British Airways • Swiss Life • Philips • L’Oréal • Total Path to Performance™ Was Co-Created with Learning Experts from the World’s Leading Universities and Our Clients • Harvard Business School • Stanford University • MIT Sloan Management • Columbia Business School • London Business School • Yale University • NYU Stern • Chicago GSB • Wharton • IE Business School • IMD • TED • University of Cambridge – JBS • Harvard Business Review Develop Leadership Excellence with Path to Performance™ “First-line leaders make up 50% to 60% of management and directly supervise 80% of the workforce.” – Harvard Business Review